What of work-family- friendly policies for an organization.

What is the impact of between work-family conflict on organizational commitment of managerial level employees in the banking sector of Colombo District? ? What is the existing level of work-family conflict among managerial level employees in the banking sector of Colombo District? ? What is the most significant work-family conflict dimension which impacts on the organizational commitment in banking sector of Colombo District? 1.5 Research Objectives ? To identify the impact of work-family conflict on organizational commitment of managerial level employees in the banking sector of Colombo District. ? To identify the existing level of work-family conflict among managerial level employees in the banking sector of Colombo District. ? To identify the impact of most significant work-family conflict dimension on the organizational commitment in banking sector of Colombo District. 1.6 Significance of the Study  Appropriate Human Resource Management can motivate employees, develop their capabilities and enhance their productivity. But work family conflicts hinder employee performances and lead to various negative outcomes towards the organization. The growth of these every negative outcome happens with the negative impact on organizational commitment.  5  Through this study HRM policy makers can identify the relationship between workfamily conflicts and organizational commitment and through that they can understand the importance of work-family- friendly policies for an organization. And also by using the results of this study, employers can design work- family- friendly policies in an efficient manner by focusing more influenced areas of work family conflicts. In Sri Lanka little or no attention has been given for optimizing the utilization of human resources (HRM perspectives 2012, IPM). Therefore, these results will be important for such optimization of utilization the human resources. At the same time the employees can make a path to work life balance including time balance, involvement balance and satisfaction balance. As indicated and reported in HRM perspective 2012, IPM a considerable number of employees are suffering from an imbalance and lower work- life quality. In that scenario, this research is also of vital importance to increase the attention on work life conflict and its outcomes and develop a center in work and family in Sri Lanka. Furthermore, this study focused the analysis in this work on the managerial level employees at the banking sector in Colombo District with the purpose of determining the relationship between work-family conflicts and organizational commitment in order to use better human resource utilization in Sri Lanka.